Where disciplinary Clause Samples

The 'Where disciplinary' clause defines the circumstances and procedures under which disciplinary action may be taken within an organization or agreement. Typically, this clause outlines the types of conduct or breaches that can trigger disciplinary measures, such as violations of company policy or contractual obligations, and may specify the steps involved in investigating and addressing such issues. Its core practical function is to provide a clear framework for handling misconduct, ensuring fairness and consistency in the application of disciplinary actions.
Where disciplinary or discharge action is contemplated, the employee shall be so informed prior to formal action being taken unless reasonable efforts to contact the employee are unsuccessful.
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Where disciplinary action is recommended under the managing underperformance, misconduct or serious misconduct provisions of this Agreement, the delegate will review the matter and either propose additional steps to be taken to improve the performance or conduct or submit a report in writing to the Director - Human Resources recommending discipline action.
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Where disciplinary action is warranted, the management representative shall notify the Employee of the reason(s). The first warning in writing shall be recorded on the Employee’s personnel file. The Employee’s chosen representative shall be present if desired by either party.
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Related to Where disciplinary

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

  • Disciplinary Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.